Korea Research Institute for Vocational Education and Training
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Youth Employment Aspirations and Career Path Policy
No full text본 보고서에서는 청년층 취업눈높이를 유보임금을 포함하여 좀 더 포괄적인 관점에서 분석하고자 하며, 취업눈높이를 결정하는 요인, 유보임금과 취업눈높이와의 관계, 취업눈높이가 높은 계층의 특징, 취업눈높이의 조정문제, 중소기업 취업과 상향이동 가능성 등을 종합적으로 분석하고, 이를 바탕으로 진로정책 과제를 도출하고자 한다.1. Introduction
The purpose of this study is to research and analyze in depth the employment aspirations of the young people and to develop career path policies from in terms of labor supply, which have so far attracted little attention.
Due to the excessively high college entrance rate, it is practically becoming impossible to satisfy the employment aspirations of the college graduates only with the labor demand. Also while SMEs find it difficult to fill the vacancies in the production employees, the young people face significant unemployment. To bring to an end such a mismatch, it is as important to focus on the employment aspirations of the young people as to create more jobs.
The details of the study are as follows. First the study covered the definition and measurement of the employment aspirations of the young people. Second the employment aspirations of the young people were further analyzed and characterized as a cause for the job mismatch above mentioned. Third, factor analysis methods and evolutionary optimization were applied in order to econometrically analyze the data and to produce the index of employment aspirations. Finally the career path policy agenda were put forward from the analysis.
2. Survey on the college students
An employment aspirations survey was carried out on 1.236 college juniors and seniors, which led to the following analysis and policy suggestions.
First, college students are financially and mentally prepared to continue job searches for a certain period after graduating colleges. Nearly half of the surveyed (42.4%) answered that they would continue to search jobs instead of taking ones with unfavorable conditions. The average number of months they would willingly spend on job searching was 8.8.
Second, 18.6% of the surveyed students had taken time off from the colleges in order to acquire higher job qualifications. The average of 'reservation wage' recorded 25.7 Mil Won, slightly higher than the expected salary for entry level college graduates (24.94 Mil Won).
Third, in terms of employment aspirations and values, the surveyed generally assumed that their employment aspirations are lower than those of their parents but higher than their actual capabilities.
Next, most of the surveyed participated in career path development programs in their colleges. However regular curricular programs including related classes(76.5%) or special lectures(65.89%) accounted for most of the activities while career training and internship(22.4%) or job related club activities(16.7%) remained relatively unpopular.
Fifth, several survey results presented good insights into college students’ employment aspirations. 25.9% of the surveyed answered they would not take job offers in non-capital areas. 13.6% objected the idea of “job offers from outstanding SMEs are as good as those from large companies”. 16% and 20% each agreed to the notions that job experience in SMEs will hinder them from moving into large companies and that jobs at SMEs hamper their dates or marriages.
3. The determinants of employment aspirations and labor outcome
Based on Korean Education & Employment Panel Survey, this study comprehensively analyzed the employment aspirations of the young people so as to suggest the determinants of employment aspirations, the co-relation between reservation wage and employment aspirations, and labor outcome depending upon the employment aspirations. The study led to several significant conclusions and suggestions.
First, the higher reservation wage rises, the bigger non-wage employment aspirations become.
Second, based on the regression analysis on the determinants of the employment aspirations, the model presented very low ‘goodness of fit’. Also the determinants, unlike the wage function, were not to be effectively explained by such explanatory variable as human capital investment. This may suggest that the analysis of reservation wage does not return efficient results in terms of employment aspirations. Hence the need for multi-faceted and more comprehensive index to assess the job aspirations.
The reservation wage was higher for male students than females, which difference may be explained by actual gender gap in the labor market. The employment aspirations of the university students illustrated little difference while they are enrolled. However graduation incurred major gender difference ？ the employment aspirations of the females went down after graduations while those of the males proved the opposite case.
Next, while it is hard to prove the effect of body mass index(BMI) on wage in actual labor market, the employment aspirations of the young people was in inverse proportion to BMI. The prevalent aversion to obesity in Korean society strongly affected the young people and their employment aspirations.
4. SMEs employment and labor mobility
The analysis on Economically Active Population Survey by the National Statistical Office and ‘Research on Job Mobility among College Graduates’ by KRIVET led us to the following conclusions.
First, during 2006 and 2010, the employment rate of college graduates significantly declined, which resulted from less hiring by SMEs and increase in economically inactive population. This was more obvious with university graduates then vocations college graduates, which in a sense suggested the effect of prolonged job preparations and higher employment aspirations.
Second, out of the whole cohort of 47 thousand college graduates of 2009, 31.1% got employed by the most preferred group (large companies, foreign enterprises, public enterprises, public offices) while 38.1% got hired by the SMEs. Engineering majors illustrated highest probability for preferred jobs followed by social science majors.
Third, SMEs offering higher wages than the reservation wages recorded relatively high employment rate. Of 1,921 male university graduates earning higher monthly wages than the reservation wages, 56%(1,075) belonged to large companies with more than 300 employees and 26.5%(510) to SMEs.
Last, of college graduates who got hired by SMEs 6.6% moved into large companies while 6.2% of economically inactive population did. This implied that the stigma effect of career at SMEs was insignificant.
5. Implication for Career Path Policy
A. Measurement for youth employment aspirations
The age-specific employment rate illustrated that college graduates go through certain trail and errors including job preparations or job changes. By the time they reach the 30’s, however, they have generally adjusted their employment aspirations and begun to take jobs from SMEs.
To assist the young people to properly adjust their employment aspirations, it is important to give subjective data to the young people. Developing employment aspirations diagnostic questionnaire can be a good measure to this purpose. The questionnaire should take into consideration the characteristics of the young people including sex, level of education, major, and residential area. Then we can expect actual changes in terms of labor supply.
B. Development of college employment outcome information system
Considering the significance of proper matching between college major and career, students need to be able to choose their college departments or majors based upon college and department specific employment outcome information. At present, the information is limited to the current year’s outcome. However more detailed information should be given to the high school graduates so that they can avoid the old fashioned values of going to prestigious colleges or departments. The information should include 1) the number of graduates employed by preferred work places such as large companies, public enterprises and public offices 2) Average wage level of the graduates and medium to long term employment outcome of the graduates (at the time of graduation/5 years after graduation/ 10 years after graduation) 3) The number of executive/board members of the listed companies among graduates. Such detailed information will encourage students to choose their universities and majors in consideration of their future career paths.
C. Fully implementing internship programs
Currently the internship programs are often implemented as a stopgap measure to provide the young people with temporary jobs. The purpose of the internship program is to provide opportunities for job seekers to participate in filed experiences and develop aptitude and career path. The companies on the other hand aim to handpick talent and build up favorable reputation. Enterprises fully implementing the internship programs need to be given appropriate incentives, evaluation for which should be based on the interns’ satisfaction.
D. Information dissemination of newly hired college graduates
The information mismatch between the hiring companies and job seekers on the required qualifications cause excessive competition among job seekers and bring in mismatch in human capital investment. Since the government may impose the recruiting standards on public offices and public enterprises, the public sectors should adjust and make clear their recruiting standards to the job seekers.
The best measures to this end is to publish every year the inormation regarding colleges, majors, GPAs, certificates, English test scores of the newly employed college graduates. Instead of vague and insubstantial recruiting standards, such clear and concrete data may give correct information on the standards.
E. Customized support for individual SMEs recruitment
In addition to lower wage and unfavorable working conditions of the SMEs, the non-wage conditions including commuting inconvenience and irregular working hours can be the main causes for the young people to shun from SMEs. The tax favors or financial compensation for the companies and the employees by the government should be targeted at SMEs in the vicinity of metropolitan areas.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 연구 내용8
제3절 연구 방법11
제4절 연구 범위13
제2장 청년층 취업눈높이 이론과 실태_19
제1절 취업눈높이 이론적 배경21
제2절 취업눈높이 선행연구35
제3절 대학재학생 취업눈높이 실태조사44
제4절 대학재학생 취업눈높이 심층면접85
제5절 요약 및 정책적 시사점90
제3장 대졸 청년층의 취업실태_95
제1절 청년층 노동시장의 특징97
제2절 대졸 청년층 취업실태103
제3절 직장유형과 소득112
제4절 대졸 청년층의 노동이동을 통한 상향이동 가능성122
제5절 요약 및 정책적 시사점128
제4장 청년층 취업눈높이 결정요인과 노동시장 성과_131
제1절 취업눈높이 결정요인 실증분석133
제2절 취업눈높이와 취업성과157
제3절 요약 및 정책적 시사점163
제5장 취업눈높이 지수 설계_169
제1절 요인분석을 이용한 취업눈높이 지수의 설계171
제2절 진화적 연산을 이용한 취업눈높이와 취업성과 분석196
제3절 요약 및 정책적 시사점206
제6장 진로정책 과제_209
제1절 주요 분석결과211
제2절 진로정책 과제221
SUMMARY_233
참고문헌_243
부 록_251
1. 청년층 취업눈높이 설문지25
Roles and Career Education Tasks of Career Guidance and Counselling Teachers in Primary and Secondary Schools
No full text본 연구의 목적은 학교급과 학교특성을 고려한 진로진학상담교사의 역할을 구체적으로 도출하고, 진로진학상담교사의 역할과 교육여건의 관점에서 본 진로교육 정책과제를 제시하는 데 있다. 구체적인 연구의 목적은 다음과 같다.
첫째, 학교급별 진로교사의 핵심 역할과 직무를 마련한다.
둘째, 학교특성을 고려한 진로교사의 직무 지원 전략을 마련한다.
셋째, 진로교사의 역할 수행에 필요한 전문성 함양 방안을 마련한다.
넷째, 진로교사 역할과 관련된 교육여건 조성을 위한 진로교육 정책과제를 제시한다.1. Research Objectives and Contents
A introduction for system of teacher of career guidance and counselling(TCGC) has faced a new phase of career education in Korea. Korea government has placed total 3011 TCGCs; 1491 in 2011, 1520 in 2012 according to government policy plan until Sept. 2012. A TCGC will be placed to every secondary school in 2014.
Ministry of Education, Science and Technology has presented the roles and duties of TCGC. However, an empirical research on roles and duties of TCGC in real field of school and a discussion and consensus of education subjects (TCGC, principal, vice principal, other teachers, parents, and students) about a linkage role between school levels were insufficient.
Hence this study is proposed to the roles of TCGC in considering the characteristic of the school and the school level and is presented to the policy challenges of career education from the point of view of the educational condition and roles of TCGC.
2. Preliminary Research of TCGC and Data Analysis
Ministry of Education, Science and Technology has set up to the fundamental plan to a selection, training and placement of TCGC, the local district education offices has had a responsibility to a detailed execution so it occurred a consistency and deviation between cities and districts.
The qualification requirement to be a TCGC is a holder who has the Secondary Level 1 Professional License and is able to work more than 7 years after getting a qualification. A minor qualification training for TCGC has held in 40 credits (600 hours), 1st in 2011 and 38 credits (570 hours), second in 2012.
3. Educational Conditions Analysis of Career Guidance and Counselling
At the moment of only about a year which placed a TCGC in school, educational status of career guidance and counselling in Korea showed totally weak, it tends to indicate an analysis of the rich-get-richer and the poor-get-poorer depends on the cities and provinces.
It shows that TCGCs feel organizational culture is normal or p ositive as a whole. However, the physical, administrative and financial supports of school was very poor.
Regarding to the conditions of school level, linkage and differentiation, most teachers have responded to need a connection and differentiation regardless of the type of school and grade.
4. Role, Awareness and Requirement Analysis of TCGC.
a. Previous career of TCGC and Current Status of Position
The previous teaching subjects of TCGCs are various such as English, Social, Home Economics, Technology·Home Economics and Korean Language. Most TCGCs had an experience for director positions(86.4%); grade director, research director, academic director, director of counseling, and student director, at first, government policy to place an TCGC as a director was a bit realized in cities and provinces.
b.The Importance of the Duties, Performance Rate, Performance Level and Difficulties
At an analysis result to awareness of TCGC duties importance, TCGC has 2 identity roles; a facilitator position of students career development and a total management role of school career education as director position, whereas the awareness of linkage role to local community resources which needed a cooperation with the other principals is relatively low.
Regarding to the low awareness job among special tasks per school classification; supporting student who want to get a job in case of high school, supporting to establish a network with industrial enterprises in specialist high school and supporting to teach a study planner in secondary school.
High rate and level awareness of performance tasks are managing a school career education as a director of TCGC and setting up a operation plan and program operation for career education curriculum.
c.Recognizing the TCGC roles of Other Educator Subjects and Cooperation Level
Most TCGC were evaluated to perform their duties aggressively and actively at performing of TCGC task. To review the awareness of other educational subjects, it is indicated that most students have recognized a placement and role of TCGC and parent have noticed somewhat.
About the need for TCGC, a principal(86.3%), vice principal (86.3%), parents (86.6%), other classroom teachers (83.6%), and students (69.5%) are all respond to necessity so they showed a sympathy to the presence and role of TCGC.
d. Evaluation and Satisfaction Rate of TCGC
Regarding to the aptitude and competence of TCGC, principals, vice principals and TCGC responded that most TGCT(82.8%) are suited to their aptitude but it tended to show that 6 out of 10 satisfied the minor qualification and school activities after placement.
The opinion that TCGC has a sufficient competence is indicated slightly low by vice principal (62.6%) compared by principal (77.8%), they recongnize that TCGCs are fully qualified as a whole. For the help of TCGC, parents and students showed the rate of satisfaction was intermediate (4.07, 3.5 or later) in each.
e. Need to Reinforce a TCGC, Difficulties and Improvements
Regarding to the demand to reinforce a TCGC, it indicated a gap between TCGC and other educator subjects. In other words, 80% higher TCGC requested to reinforcement, the principal (49.6% less), the vice principal (53.4%) and other classroom teachers (61.3%) was not higher compared with TCGC.
The difficulties to perform the tasks are pinpointed that the lack of awareness to career guidance and counselling by other school educators, demand of monitoring to execute and present a TCGC task in detail, the lack of cooperation between personnel and the inside and outside of the school system, inter-agency and more than anything about feeling unstable to the identity and expertise of TCGC.
Principal and vice principal point out the greatest difficulty of enforcement, lack of facilities and available budget and shortage of TCGC manpower (heavy load tasks, limited activities). As other classroom teachers has the heavy class and burden it is difficult to support or cooperate with TCGC. And they note an absence of recognizing TCGC and lack of communication channel.
To review the improvements of career education, TCGCs point out parents'' perceptions of change in TCGC as a priority at first, raising an awareness of career education by general education teachers and school administrators, competition of the college entrance examination-oriented and the improvement of education.
f.Status of Career Education in Primary School and Recognizing an introduction of TCGC.
Primary parent was getting a help to the career education of children through the medium of information commonly encountered in everyday life. The types of career education lessons in primary school are mainly performed as a career education in curriculum, career guidance test and career activities in the creative extracurriculum.
For a career education in primary school, the head of the sixth grade of primary school teachers and parents all recognize the importance and necessity of career education.
5.Case Studies of the Role of TCGC in Domestic and Foreign Country
At the result of feature analysis between distinguished excellent schools which has the active roles of TCGC and failed to excellent schools which has limited activities, it was founded that a consistent according to excellent school and failed to excellent school and the differences according to the school characteristics, cities and provinces and the school level. As a overseas case studies, the roles and duties of TCGC in Ireland, the United Kingdom, Denmark, and the United States were analyzed.
6. Role and Professional Development of TCGC in Primary, secondary School schools.
In this section, the major roles and the duties standard details of TCGC were presented according to a school classification.
As a way to support a performing task of TCGC, the job conditions that can be supported a development plan were proposed in terms of personnel, facilities, administration, finance, and culture, etc.
Current career teacher training system is targeted to place a TCGC for one secondary school. In the future, the extension of placement is inevitable therefore graduate school system accredited by government is considered to begin a course to training a TCGC with current training methods, to start the training courses for TCGC by a local educational offices and specialized organization.
7. Policy Suggestions
The policy suggestions to build up an educational conditions and to strengthen the roles of TCGC in the base of SWOT analysis of system of TCGC are proposed.
The strengths points are that the replacing an existing teacher to TCGC is active to the performance of teachers duties and adjustment of school life, the TCGC''s commitment (passion) is high due to a voluntary applying and building a network among TCGCs, for example, a committee of TCGC is active.
Whereas the weaknesses points are that working environment is weak because of the heavy work load so TCGCs could not work their original roles and there are some cases to perform other duties owing to a lack of mind of school manager. Moreover the cooperation with TCGC and promoting are weak because of a shortage of an understanding and communication points with the fellow teachers and an personalized career education to satisfy each student is insufficient.
The opportunities points are that consensus to the need on career education in school is formed socially, school members increase the support and participation intent about career education and parents are satisfied with the career counselling and guidance of their sons and daughters. It is verified to the visible short-term effects that are the changes of attitude in school and student's learning attitude according to the career guidance and counselling.
The threats points are that the difficulties in supplying TCGC within quota of table of organization, the lack of educational conditions, a differentiation of career education and a lack of organical linkage per school classification and burnout according to the heavy work because of the lack of TCGC and temporary supporting personnel.
Based on the result of this analysis, the policies that can improve the weaknesses and threats are suggested. The policy tasks of career education to build up the educational conditions and to strengthen the roles of TCGC are as follows. First, the policy challenge for constructing an education conditions is proposed to establish a link system of career education from primary, secondary through high school. Second, the administrative, physical and financial supporting methods are built up for TCGCs in oder to perform their typical tasks. Third, it is to raise an awareness of TCGC role with training for the school educators. Fourth, it needs an additional placement of TCGC depends on school scales. Fifth, it is to corelate a role association for getting a job / university entrance between TCGC and classroom teachers. Sixth, the setting up a training system of supporting personnels to perform the role of TCGC easily is suggested. In addition, the policy issues of career education in primary schools presented the placement of TCGC (tentatively named) in school and suggested a time distribution per each specific activity in creative extracurriculum activities at the level of primary school curriculum.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 연구의 내용 및 방법6
제3절 용어의 정의15
제2장 진로진학상담교사에 관한 선행연구 및 자료 분석_17
제1절 진로진학상담교사의 선발, 양성 및 배치 현황19
제2절 진로진학상담교사의 역할 및 직무37
제3절 진로진학상담에 대한 설문조사 개요47
제4절 소결77
제3장 진로진학상담 교육여건 분석_81
제1절 지역별 진로진학상담교사 정책 분석83
제2절 학교의 조직 문화 및 물리적 여건 분석85
제3절 학교급간 역할 연계 및 차별화 여건 분석94
제4절 소결97
제4장 진로진학상담교사의 역할, 인식 및 요구 분석_99
제1절 진로교사의 역할과 활동 현황101
제2절 진로교사에 대한 인식 및 기대 수준116
제3절 교육주체의 협조 및 지원123
제4절 진로교사 역할 및 직무수행에 대한 기대137
제5절 진로교사에 대한 평가 및 만족도158
제6절 학교급별 진로교사 증원 요구, 애로사항 및 개선사항163
제7절 초등학교 진로교육 현황 및 진로교사 도입 인식185
제8절 소결198
제5장 국내외 진로진학상담교사 역할 사례 분석_209
제1절 국내 진로진학상담교사 역할 사례211
제2절 국외 진로진학상담교사 역할 및 직무 사례229 제3절 소결255
제6장 초중등단계별 진로진학상담교사의 역할 및 전문성 개발_257
제1절 학교급별 진로교사의 핵심 역할259
제2절 학교급별 진로교사의 세부 직무 기준265
제3절 학교급별 진로교사의 직무 지원 전략278
제4절 진로교사의 양성 및 전문성(재교육) 개발 전략280
제7장 정책 제언_289
제1절 진로진학상담교사 제도 SWOT 분석291
제2절 진로교사 역할 강화 및 교육여건 조성을 위한 진로교육 정책296
제3절 진로교육 정책별 시행 주체311
SUMMARY_315
참고문헌_325
부 록_331
1. 설문조사지333
2. 면담조사지373
3. 설문문항 기타 내용 표393
4. 진로교사(무경험자) 표40
Measures to Support Career Development System for Employees of Small & Medium Sized Enterprises in Manufacturing Industry
No full text중소 제조업체의 인력난을 해결하기 위해서는 중소기업으로 청년층의 인력 유입이 가능하도록 하는 동시에 기존 인력을 체계적으로 양성하는 시스템을 마련하고 근로자들이 해당 분야의 전문가로 성장할 수 있도록 지원할 수 있는 대책 마련이 필요하다. 본 연구에서는 중소 제조업체의 경력개발 시스템 운영 현황을 살펴보고, 중소 제조기업과 근로자가 자체적으로 경력개발 경로를 설계하고 추진하는데 발판이 되는 정책적 지원 방안을 제언하였다. 경력개발 시스템 구축은 중소기업에서 우수인재를 확보·유지하고 체계적인 인력 양성이 가능하게 하는 인프라를 제공함으로써 효과적이고 실질적인 중소 제조업체 근로자의 인적자원개발을 지원할 수 있을 것이다.Ⅰ. 배경 및 문제점 2
Ⅱ. 관련 문헌 분석 4
Ⅲ. 조사 및 분석 결과 9
Ⅳ. 정책 제언 27
Ⅴ. 기대 효과 33
참고문헌 34
부록 3
Core Tasks of the New Goverment to Reinforce Education and Labor Market Linkage
No full text교육과 노동시장의 연계관점에서 현 시점에 가장 시급하고도 중요한 과제는 ‘일자리 창출’로 나타났음. 이와 더불어 중요하게 지적된 문제는 ‘중등단계 직업교육 내실화’와 ‘4년제 대학의 노동시장 연계 강화’로 나타나고 있음. 이러한 전문가 조사결과를 토대로 인력양성 중심의 산학협력활성화 방안, 일자리 추가 창출을 위한 중소기업 인력지원 방안 등 다양한 일자리 창출 지원정책을 제언하고 있음. 마찬가지로 과도한 대학진학과 현장과 괴리된 대학교육 등의 문제를 해결하기 위해 고졸 취업문화 확산과 재직자 교육 방안 등 ‘선취업-후진학’으로의 패러다임 변화를 이끌 수 있는 정책을 제언하였음.Ⅰ. 조사 개요 2
Ⅱ. 조사 분석 결과 4
Ⅲ. 정책제언 12
Ⅳ. 기대효과19
참고문헌 20
[부록] 2
Human Resources Development and Utilization of Marriage Immigrants for Social Integration
No full text본 연구에서는 사회통합과 정부의 지원 현황, 결혼이민자의 인구학적ㆍ경제적 특성, 결혼이민자 대상 설문조사 및 심층 면담조사, 그리고 해외 4개국의 사례 등에 대하여 차례로 분석하고, 이를 바탕으로 결혼이민자의 인적자원 개발 및 활용을 위한 정책을 제시하였다.I. Introduction
1. Purpose and Method of the Research
The purpose of the research is to seek policies to develope and applicate human resources of marriage immigrants for social integration. To achieve this. literature reviews, domestic and non-domestic case studies, a survey on the actual state intended for marriage immigrants, in-depth interviewing, experts councils, and policy forums were conducted.
2. The Current State of the Resettlement Support Business for Marriage Immigrants’ Social Integration
The resettlement support business for marriage immigrants has fulfilled a larger variety of businesses than other types of business as a specialized service program targeting most of the marriage immigrants except for training for advanced multiple cultures, which are the recipients. It is associated with the Ministry of Education, Science and Technology, the Ministry of Justice, the Ministry of Gender Equality Family, the Ministry of Health and Welfare, the Ministry of Employment and Labor, and the Ministry for Food, Agriculture, Forestry and Fisheries.
3. Economic Characteristics of Marriage Immigrants Population
According to the Ministry of Justice and the Ministry of Public Administration and Security(2011) the number of marriage immigrants of Korean society is estimated to increase to 350,000 from 210,000 based on 2011. In terms of gender, marriage immigrants in numbers overall are 89.4%, holding a large majority. The result of the survey shows that 500,000 to 1,000,000 won accounts for 60.6%, 1,000,000 to 2,000,000 accounts for 6.1%, and less than 500,000 won accounts for 13.5%.
II. Analysis on the Actual State of Human Resources Development of Marriage Immigrants
1. Trends of the Government’s Policy on Human Resources Development of Marriage Immigrants
The government carries Korean language education, a translation and interpretation support business, and a social integration program for human resources development of marriage immigrants. A social integration program that has been run in the Ministry of Justice in charge of an immigration policy has Korean language course and the Ministry of Education Science and Technology and the Ministry of Gender Equality Family has been running a variety of policy programs for marriage immigrants'''' children as well as human resources development policies for marriage immigrants.
2. The Current State and Problems of Vocational Training for Marriage Immigrants
Although only 10.4% of marriage immigrants answered they had an experience with vocational training to the question of whether to participate in vocational training supported by Korea. And 72.8% of them answered that they had intention of participating in further vocational training. Therefore, it is important to operate a vocational training program in the real state.
The Ministry of Gender Equality Family and the Ministry of Employment and Labor, and a local government are running vocational training and an employment referral for marriage immigrants and a local government is organizing various training courses. people relevant to employment is 23.3% but 74.6% (813 people) has mainly unstable jobs as part-time employees and day laborers.
3. An Investigation on the Actual State of Human Resources Development and Application of Marriage Immigrants for a Survey
In the survey 1,005 questionnaires were sent to 201 support centers for multi-cultural families for each 5 questionnaires, and 203 were collections from 31 centers, which accounts for the return rate of 20%. The paper carried out analyses on demographic characteristics, residential characteristics, economic characteristics, the current state of economic activities, future job characteristics, experiences with vocational capacity training programs, the desired job-related vocational training programs, and needs for relevant political support of vocational training programs.
4. An In-depth Interviewing Survey of Human Resources Development for Social Integration of Marriage Immigrants
Difficulties in the education for marriage immigrants’ children and participation in a labor market through interviewing can be classified into the following three divisions;
First, the language barrier.
Second, burden by high private education expenses.
Third, marriage immigrants’ adjustment to working life and their children’ adjustment to school life.
Besides that, child care, transportation-related problems, cultural gaps, and economic capacity are included.
III. Implications from an Analysis on a Human Resources Development and Application Policy of Marriage Immigrants in the Major Countries
The Taiwanese government strengthens employment information service for job demand and enhances employment and adaptability to work for a foreign spouse and a spouse from mainland China. Also it promotes employers’ job opportunity provision. The example are as follows;
First, positive operation of various education and training programs including adult education, domestic skills, vocational education, daily-life guidance course, language study, handicraft class, cooking class, and computer skills class.
Second, development of multi-cultural education including priority provision when entering kindergarten and after school classes to marriage immigrants'''' children. Xinbei city government compiles materials for multi-cultural education and uses them to educate marriage immigrants and their children and to enhance their basic language skills.
Third, strengthening multi-cultural education. Marriage immigrants and their children discuss agendas on their cultures and difficulties. And members of a children’s book club by establishing a book club have time to learn the reason for respecting multi-cultural and their mother''''s national culture under specialist teachers’ guidance.
Fourth, realization of marriage immigrants’ health care. The government provides marriage immigrants with health examination service and entitlements to medical care like physical examination, health consultation, parasite examination, blood test, and cervical cancer examination. When checking for genetic metabolic disorder, marriage immigrants’ children can check within a week before applying for the examination.
The resettlement support business for immigrant integration in the U.S.A is in charged of a state and a local government or a non-governmental organization. Business for immigrant integration from the federal government level focuses on an education service for marriage immigrants and their children, health care and education service, and vocational training for immigrant laborers and health care, and services for refugee and exiles.
The U.S.A government pushes forward with the following policies on immigrants. First, support of forming identity as an American, second, support of relevant institutes for immigrants'''' English education, third, support of public and private experts for immigrants, and fourth, support of researches and businesses for immigrant integration. Systematic support provided from the U.S.A government level includes English education, naturalization procedure, and available education and training service necessary for becoming an American citizen by naturalization.
Support for immigrants in the U.S.A is divided into education and service programs. Education program provides adults with official English language education, which are supported by a local office of education and a community college, religious and civic groups(NGO). Education program on history and political system for naturalization test of immigrants is provided by affiliated organizations and religious and civic groups, not a federal or a state government.
The type of France that is operated comparatively a lenient immigration policy among European countries is judged to be the archetype of an assimilation model. The French government pushes forward with the strong assimilationism policy based on the basic ideology that immigrates in France should be complied.
A policy for marriage immigrants in France gives a political implication to Korea where foreign laborers and multicultural family from international marriage are increasing. First, the multicultural policy needs to be promoted from the social integrated view. Second, information provision service necessary for newcomers that enter Korean society and labor market should be strengthened. Third, language teaching and vocational education for newcomers need to be strengthened. Having Korean understanding and communication skills, their settling down in Korean society and labor market gets easier.
Fourth, the integration policy of immigrants needs to be made, considering hiring policy, education policy, housing policy, and urban policy. Various policies should be linked through interaction with a central government, a local government, a NGO, and a social partner.
IV. Conclusions and Political Proposals on Human Resources Development and Application of Marriage Immigrants
1. Conclusions
It is not easy to complete social integration. And it connotes progressive harmonization in diversity. These days the typical trouble obstructing social integration includes ideological, regional, generational, hierarchical conflicts and confusion. Important issues to complete social cohesion of marriage immigrants are as follows.
Considering whether marriage immigrants settle successfully is a key measure to indicate that Korean society becomes the multicultural society, there is the need for a radical change in a point of view of human resources development and application. The provision of supplemental, remedial education for marriage immigrants is required so that they can adjust and live in Korean society much different from their counties’ society that they lived because they are strangers in Korean society now. However, policies for human resources development and application support of marriage immigrants, which should be out of understanding that they are people who have human capital and human competence much different from Koreans, need to be developed.
As catering for advent of multicultural society in Korea, a central office group, a local government, a public institution and various non-governmental organizations (NGO) provide lots of services targeting marriage immigrants and an increase in quantity. Nevertheless, there are limits as to satisfy all the marriage immigrants’ needs. Marriage immigrants’ matters are not personal or family matters but national and social responsibility. The reason is that problems with social adjustment, children’s education, and home that marriage immigrants and marriage immigrants'''' children have impact greatly on Korean society. Marriage immigrants as Korean society’s intact members need to be accepted. And in terms of the law and system, the improvement to make the human resource the foundation of our national development is needed. Persistent efforts need to be made so that the political proposals suggested can be actively pushed forward.
2. Political Proposals on Human Resources Developmentand Application of Marriage Immigrants
The paper carried out internal and external case studies, analyses on literature, a survey on the current state targeting marriage immigrants, an in-depth interviewing survey, an external case researches (Taiwan, Japan, the United States, and France), experts councils, and policy forums to suggest methods of human resources development and application for social integration of marriage immigrants. Political proposals on Human Resources Development and Application of Marriage Immigrants are as follows.
A. The need for legal protections on human rights of marriage immigrants
B. The need for installation of a control tower to handle and direct policies collectively on marriage immigrants
C. The need for implementation of vocational capacity development and an active job placement policy for marriage immigrants;
- Vocational capacity development linked to employment
- Invigoration of benefit results and job counseling on systematic training needs for marriage immigrants
- Marriage immigrants'''' sense of independence and inspiration
D. Education for understanding of a multicultural family and a multicultural society;
- Active education for understanding of a multicultural family and a multicultural society
- Strengthening of Korean language education
E. Strengthening of linkage between social integration programs and human resources development programs for marriage immigrants
F. Building of a public-private cooperation network for marriage immigrants
G. Customized human resources development and application of marriage immigrants
H. Seeking of plans to promote an economic activity;
- Job application to a sector requiring a foreign language that marriage immigrants can communicate
- Providing of the employment opportunities of equality with Koreans for marriage immigrants
- Support for pregnancy, delivery and child care service
- Providing of a transportation infrastructure necessary for economic activity and human resources development
I. Providing of various benefits for marriage immigrants’ children제1장 서론 1
제1절 연구의 필요성 및 목적3
제2절 연구의 내용 및 방법6
제3절 용어의 정의9
제4절 선행연구 분석과 분석의 틀15
제2장 결혼이민자의 사회통합과 정부지원 현황 21
제1절 사회통합에 대한 고찰23
제2절 결혼이민자 정착지원 정책 및 사업 현황40
제3장 결혼이민자의 추이 및 인구ㆍ경제ㆍ인적자원 특성 49
제1절 결혼이민자의 추이 분석51
제2절 결혼이민자의 인구ㆍ경제ㆍ인적자원 특성60
제4장 결혼이민자의 인적자원 개발 및 활용 실태 분석 75
제1절 결혼이민자 설문조사 결과77
제2절 결혼이민자 면담조사 결과137
제5장 주요국의 결혼이민자 인적자원 개발 및 활용 정책 동향 147
제1절 대만149
제2절 일본179
제3절 미국191
제4절 프랑스212
제5절 주요국 사례 분석을 통한 시사점220
제6장 결혼이민자의 인적자원 개발 및 활용을 위한 정책 제언 227
제1절 결론229
제2절 정책 제언230
SUMMARY 247
참고문헌 259
부 록 267
1. 2012년 다문화가족지원 사업 현황269
2. 설문지28
일본의 직장체험 : Career Start Week
No full text우리나라에서는 진로교육의 질을 제고하고, 학생의 직업세계에 대한 이해를 돕기 위해 직업체험을 운영하고 있음. 현재 반나절에서 하루 단위로 짧게 운영되는 경우가 대부분이나 2014년까지는 중3 학생을 대상으로 일주일간의 직업체험을 운영하고자 계획하고 있음. 이미 일주일간의 직장체험인 커리어 스타트 위크 (Career Start Week)를 성공적으로 운영하고 있는 일본의 사례를 참고하여, 국내 직업체험의 운영 방안을 제시하고자 함.Ⅰ. 직장체험의 실시 배경 1
Ⅱ. 직장체험의 현황 2
Ⅲ. 직장체험의 사례 5
Ⅳ. 일본 직장체험의 운영 체계 9
Ⅴ. 종합과 시사점 12
참고문헌 1
Study of Educational Renovation Measures for Specialized High Schools
No full text본 연구는 특성화고의 교육 혁신을 위한 방안을 실제 학교 교과교육과 수업에서의 변화를 중심으로 모색해 보고자 하는 데 목적이 있다. 구체적으로 보통교과를 포함한 교과교육과 수업에서의 혁신과 이를 위한 교사 교육과 관리 체제에서의 개선 방안을 구안하여 제시하고자 한다. 교육에서 핵심적인 영역은 ‘무엇을, 어떻게 교육할 것인가?’라고 할 수 있다. 이 연구에서는 특성화고등학교 교육에 있어서 핵심적인 영역이라고 할 수 있는 ‘무엇을’－교과교육(보통교과와 전문교과), ‘어떻게’－수업 방법(또는 교수·학습방법), 그리고 실제 교육을 담당하는 ‘교사의 역량 개발’에 있어서 혁신적 방안을 모색하는 데 초점을 맞추자 한다.With the recent secondary vocational education policy changing from continuing education to employment, the interest in specialized high schools and meister high schools has increased sharply, and naturally various policies have been proposed to enhance high schools’ identity and competitiveness by restructuring or improving secondary vocational education system. However, most of them do not fully reflect the characteristics of specialized high schools since they are mostly focused more on normal high schools.
In this context, the purpose of this study is to find how to reform education for specialized high schools including meister high schools, with priority given to actual changes in their curricula and classes at school. Specifically, the study amis to develop institutional improvement plans for teacher education and management system.
To do this, first we investigated the realities of specialized high school education and diagnosed our reform agenda through theoretical discussions on this matter. Enhancing measures for specialized high schools are suggested based on the following data: an integrative approach to both general subjects and vocational subjects, several successful teaching cases and domestic education reform cases using STEAM, case studies on secondary vocational education reform in the U.S., Germany, and Sweden, the analysis of teachers’ suggestions for general and vocational subject education, teacher capability enhancement plan.
We employed a variety of methods like document and data analysis, class observation, in-depth interview, survey, overseas travel, expert conference and seminar.
On specialized high school education, the reform agendas inside and outside education circles are presented along with teachers' opinions and requests.
Regarding curriculum content, the following are the reform issues that we diagnosed: the inactivity of underachieving students, the inapplicability of subject organization, the level of general subjects, lack of basic career performance education, the difficulties in formation and operation of vocational subjects, the lack of connection between general subjects and vocational subjects. Teachers pointed out the necessity of developing application subjects, team teaching, teacher education training, adjustment for subject organization and standard subjects.
With regard to classroom teaching, the following reform agendas were discussed in a meeting at school: the simplicity of teaching and learning methodology, lack of learning skills, poor classroom environment, the weak educational network for teachers, the failure to link the latest information technology to practical teaching and learning methodology, lack of spontaneous learning organization, difficulty of assessment. Teachers felt the need of developing many different kinds of teaching and learning methods to motivate students and enhance their concentration level.
Concerning job performance of specialized high school teachers, the reform issues pointed out are as follows: the lack of teaching and coaching capabilities with consideration of students’ different characteristics, the low level of connectivity between work field and classroom teaching, how to improve the quality of teacher education and training system. Teachers demanded that more realistic and practical education topics should be selected and new teacher training programs should be developed as well.
All in all, in order to achieve more effective secondary vocational education, we conclude that there should be innovative changes in curriculum, classroom teaching, and teachers’ job performance ability.
First, we need to find how to closely and effectively connect general subjects with vocational subjects so that students may be equipped with necessary general education as well as career skills. Also, the organization and division of subjects should be reformed with a more integrative and convergent approach to specialized high school education, considering the changes of our industrial environment.
Secondly, to improve the classroom teaching system, we should make new application subjects that encompass general and special subjects altogether, and try to use STEAM with various teaching methods such as education coaching, project learning, mind-mapping, team-based learning(TBL), problem-based learning(PBL), and so on.
Thirdly, to enhance teachers’ job performance, we need to improve teacher training, certification and appointment system. Among other things, the job performance criteria should be standardized and then standardized teacher training program need to be developed and distributed. Also, it is essential to build a training institute and a teaching and learning data center for vocational education with administrative and financial supports.
The results of this study will help to reform general education as well as specialized high school education and can be used as basic data for related policies and various advanced teaching plans that the government is pursuing. In addition, this study will contribute to production of class reform models, effective immersion plans and introduction of field-oriented teachers through employing industrial- educational teachers or lecturers.요약
제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 연구 내용5
제3절 연구 방법7
제2장 특성화고 교육 혁신에 관한 이론적 논의_9
제1절 특성화고 교육과정 혁신에 관한 접근11
제2절 특성화고 수업 혁신을 위한 주요 교수학습 방법탐색30
제3절 특성화고 교원의 역할과 직무 수행 능력에 대한 이해45
제3장 특성화고 교육 실태와 혁신 과제_59
제1절 특성화고 현황61
제2절 교육과정 실태와 혁신 과제76
제3절 수업 실태와 혁신 과제86
제4절 교원의 직무 수행 능력 실태와 혁신 과제91
제4장 국내외의 관련 교육 혁신 사례와 시사점_105
제1절 국내의 교육 혁신 사례와 시사점107
제2절 국외의 교육 혁신 사례와 시사점151
제5장 특성화고 교육 혁신에 대한 요구 분석_261
제1절 조사 개요263
제2절 보통교과와 전문교과 교육에 대한 요구268
제3절 수업에 대한 요구304
제4절 전문교과 교원의 역량 개발에 대한 요구320
제6장 특성화고 교육 혁신을 위한 방안_327
제1절 교육과정 혁신 방안329
제2절 수업 혁신 방안343
제3절 교원의 직무 수행 능력 강화와 관리 체제 혁신 방안375
SUMMARY_385
참고문헌_389
부 록: 요구 조사 설문지_40
The Impact of Credit Constraints on College Students in Preparation for the Trasition to Labor Market and Policy Issues
No full text본 연구는 대학생들의 가구 배경이 노동시장이행 준비에 영향을 미치는 신용제약이 존재하는 지의 여부를 살펴보고, 기존의 대학생 지원정책들을 검토하여 바람직한 정책방향을 도출해 보고자 하였다. 분석결과 현재 대학생들의 경우 신용제약에 처해있을 가능성이 있으며, 특히 서울지역의 경우 그 효과가 큰 것으로 나타났다. 그리고 이러한 문제를 완화하기 위해 합리적인 등록금 책정, 학자금 대출제도의 안정적 시행, 국가장학금 제도의 지속적인 재원 마련, 주거지원정책 주체로서 교육당국의 역할, 학업-일자리 연계 프로그램 등을 제안하였다.Ⅰ. 배경 및 문제점 2
Ⅱ. 조사 및 분석 결과 6
Ⅲ. 정책 제언 14
Ⅳ. 기대효과 23
참고문헌 24
[부록] 2
The Influence of Career Interrupted Women's Social Network upon Their Career Planning : Mediating Effect of Career Decision-Making Self-Efficacy
No full text이 연구의 목적은 경력단절 여성들의 사회 연결망과 경력계획간의 영향관계와 이 둘 사이에서 진로결정 자기효능감의 매개효과를 실증적으로 분석하는데 있다. 연구목적을 달성하기 위해 서울 소재 여성발전센터에서 활동하고 있는 경력단절 여성 213명을 대상으로 설문조사를 실시하였다.
연구 결과, 경력단절 여성의 사회 연결망이 경력계획에 영향을 미치는 것으로 밝혀졌으며, 진로결정 자기효능감은 이 두 변수와의 관계에서 매개효과를 갖는 것으로 나타났다. 이 연구 결과를 통해 사회 연결망과 진로결정 자기효능감을 고려한 지원체계가 경력계획에 긍정적인 영향을 준다는 시사점을 도출할 수 있었다. 따라서 향후 경력단절 여성지원 프로그램 개발 및 개선을 위한 연구의 기초 자료로 활용될 것으로 기대한다.In order to shed light on women's career interruption, which is a growing concern in Korean society, this study examined the influential relationship between career interrupted women's social networks and career planning and on the mediating effect of career decision-making self-efficacy. 213 career interrupted women who were enrolled in Seoul Women's Development Centers were selected to answer the questionnaire survey.
Study findings are as follows: Career interrupted women's social networks had influence upon their career planning and career decision-making self-efficacy had mediating effect upon the relationship between their social networks and their career planning. Study findings suggest that career interrupted women who meet more people and interact with other people frequently and intensively, will feel more efficient about themselves and that may lead them to plan their career. Thus, it is important to provide various channels and educational programs that may enhance women's self-efficacy and enlarge and strengthen their social networks
A Study on Korea''s Job Index(2012)
No full text본 연구의 목적은 1) 직업별 취업자 수, 임금 등과 같은 수량화된 정보뿐만 아니라, 직업의 안정성이나 전문성, 발전가능성에 대한 정보를 국민들에게 제시하려고 한다. 2) 향후 10년 후 시점의 직업지표를 산출하고, 미래 직업전망을 제시하여 국민들의 직업선택을 지원하려고 한다. 3)고졸 이하 학력자, 여성과 고령자가 취업 가능한 직업 분야를 발굴하고 관련 정책의 문제점과 대안을 제시하려고 한다. 4) 기업별 직무특성, 감정노동, 직업별 핵심역량 등 새로운 직업의 연구 분야를 개척하여 우리나라 노동시장과 인력양성체제를 발전시키기 위한 방안을 제시하고자 한다.Occupational index, which is the data provided quantitatively after regularly researching attributes of occupations, is to support Koreans in their job selection, and to provide job experts with basic data for their study on occupations.
The Korean occupational index is divided into basic one and applied one. Occupational index research supports job selection of Koreans, who agonize over their career selection, by providing information such as an overview for actual state of occupations, job prospects for the next ten years, good jobs for women or the elderly, occupations that those with a high school education or lower can get, and new occupations.
The study method is to research occupations existing in the entire industry over two years, and some 209 and 203 sub-group occupations were studied in 2011 and 2012 respectively. A total of 15,128 occupation-related experts and incumbents responded in 2011-2012 Korean occupational index study. Among them, 75.3% were men, and 24.7% were women. By age, those under 40 were 37.7%; those in their 40s, 33%; those in their 50s, 22.2%; those in their 60s and older, 7.1%. By educational background, university graduates took the lion''s share(35.4%), followed by those with a high school education or lower, college graduates, those with master''s degrees, and those with doctorate degrees.
The principle of the Korean job index study is a nationwide web-based survey. A research company turned a questionnaire developed by KRIVET researchers into a web-page. In cases where web survey was impossible because of special conditions of workers of certain jobs, face-to-face interviews or a fax inquiry was taken exceptionally in parallel.
Another important research method was the FGI (Focus Group Interview), along with web-based survey. The FGI, participated by related experts of major occupations, was used as an important way to complement and interpret job index survey results. A professional moderator presided over FGI, leading participants explain why specific occupations were answered higher or lower for each question. The FGI results played a role in complementing web-based survey results, and were helpful to understand changes in the world of occupations.
According to Korea''s occupational index study in 2011-2012, occupations with the highest values in basic job index were judges and prosecutors, pilots, patent attorneys, petrochemical engineers and researchers, flight attendants, controllers. On the other hand, jobs with the lowest values were barbers, truck or specialty vehicle drivers, crop growers, security forces, taxi drivers, ship deck workers and related workers
In the seven areas consisting of the basic job index, upper occupations and lower ones are different for each area. When taking a look into the possibility of development, which has the highest weight among the seven areas, occupations received the highest values are business consultants, asset managers, planning and marketing clerks, IT consultants, financial investment and credit analysts, and hairdressers.요약
제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 연구방법과 연구범위6
제3절 연구의 제한점11
제2장 선행 연구 및 연구방법론_13
제1절 국내외 선행 연구15
제2절 한국의 직업지표 조사방법29
제3절 조사결과의 타당성 41
제4절 FGI 실시방법47
제3장 한국의 직업지표_49
제1절 종합 직업지표51
제2절 영역별 직업지표56
제3절 주요 영역 간 교차비교70
제4절 10년 후의 직업 전망83
제5절 소결112
제4장 직종별 특성 분석_115
제1절 경영지원 및 사회서비스직118
제2절 판매 및 개인서비스직152
제3절 엔지니어·건설·생산·농림어업 관련직167
제4절 소결180
제5장 노동시장 특성 분석_183
제1절 직업별 핵심역량186
제2절 기업별 직무특성과 직업206
제3절 학력과 직업228
제4절 감정노동248
제6장 유망직업과 신생직업_259
제1절 여성 유망직업261
제2절 고령자 유망직업275
제3절 신생직업288
제7장 정책 제언_301
제1절 노동시장의 활성화를 위한 정책303
제2절 유망직업과 신생직업의 발전을 위한 정책325
SUMMARY_333
참고문헌_339
부 록_349
1. 한국의 직업지표 개발을 위한 조사 설문지351
2. 세분류 직업별 응답자 수359
3. 정규고용 과소 추정 및 과대 추정 직업(2011-2012)367
4. 인구 사회학적 특성에 따른 핵심역량 평균 비교371
5. 양성평등과 일자리수요, 고용의질, 일·가정양립이 평균 이상인 상위 직업375
6. 여성재취업가능성과 일자리수요, 고용의 질, 일·가정양립이 평균 이상인 상위 직업381
7. 고령자재취업가능성 평균이상 세분류 직업38